Assistant Professor of Management
Research Interests: work and employment, income inequality, corporate ownership, retirement, human resources, welfare privatization, corporations and society, labor history
Address: 2027 SH-DH, 3620 Locust Walk, Philadelphia, PA 19104
Office: (215) 898-0990
Office Fax: (215) 898-0401
Adam Cobb’s research examines the historical development and reconfiguration of the employment relation. He is currently examining how corporate-financed welfare benefit plans help structure and support the relationship between workers in firms, how those structures have changed, and the ways in which individuals understand and respond to the changing nature of work. A second focus is on the role corporate disaggregation has played in rising income inequality in the U.S. over time. An over-arching theme in Adam’s research is examining the ways in which organizations can serve as promulgators of social change.
Adam Cobb, JR Keller (Under Review), The effects of pay dispersion and work-unit demography on employee turnover.
Adam Cobb, Ken-Hou Lin, Paige Gabriel (Under Review), Growing Apart: The Changing Firm-Size Wage Effect and Its Inequality Consequences.
Adam Cobb, Tyler Wry, Eric Zhao (2016), Funding Financial Inclusion: Institutional Logics and the Contextual Contingency of Funding for Microfinance Organizations, Academy of Management Journal, Forthcoming. Related Materials
Adam Cobb (2016), How firms shape income inequality: Stakeholder power, executive decision-making, and the structuring of employment relationships, Academy of Management Review, 41 (2), 324 - 348.
Adam Cobb (2015), Risky Business: The Decline of Defined Benefit Pensions and Firms’ Shifting of Risk, Organization Science, 26 (5), 1332 - 1350.
Adam Cobb, Flannery G. Stevens (Forthcoming), These unequal states: Corporate organization and economic inequality across the US States.
Gerald F. Davis, Adam Cobb (2010), Corporations and economic inequality around the world: the paradox of hierarchy. In A. Brief & B. M. Staw (Eds.), Research in Organizational Behavior
Gerald F. Davis, Adam Cobb (2010), Resource dependence theory: past and future, Research in the Sociology of Organizations, 28: 21-42.
Awards And Honors
- Best Paper Award, Academy of Management, OMT Division, 2014
- Organization and Management Theory Division Best Symposium Award, 2011
- Finalist, INFORMS/Organization Science Dissertation Proposal Competition, 2010
- State Farm Foundation Doctoral Dissertation Award, 2010
In The News
MGMT 104: Industrial Relations & Human Resource Management
The focus of Management 104 is the economic and institutional constraints on organizations in the formulation and implementation of human resources management policies and strategies in the United States and, as appropriate, internationally. The specific constraints discussed are labor markets (external and internal), labor laws (governing employment policies and employee relations), and labor unions (and the threat thereof). Particular attention is paid to the relationship of these constraints to the competitiveness of American enterprise in the global economy.
MGMT104 - Industrial Relations and Human Resource Management
This undergraduate core course introduces students to a combination of basic concepts and timely topics around work and employment. As such, it is divided into two main sections and two quarters within each of those. The first main section deals with micro-level work issues, while the second main section deals with macro-level work issues. Within each of those sections, the first quarter focuses on basic concepts, while the quarter section deals with more applied topics.